An investigation of the challenges facing implementation of performance appraisal systems in Kenyan Public Service in the Ministry of Youth Affairs and Sports in Gatanga District

Abstract

The application of Performance Appraisal Systems as a technique of contemporary public sector reforms has in the recent past gained prominence in most countries. These reforms usually encompass profound restructuring so as to provide improved services with few resources. For effective development and utilization of the human talent, performance appraisal plays a key role since it enables an organization to objectively identify the employee's strengths and weaknesses. The organization will then counsel the employees to improve on the weak areas in order to positively contribute in the attainment of organizational goals and objectives. However, since performance appraisal is considered to be a controversial management practice, the successful implementation of such a system faces numerous handles and challenges. The purpose of this study was to investigate the challenges facing implementation of performance appraisal systems in Kenyan Public Service in the Ministry of Youth Affairs and Sports in Gatanga District. The objectives of the study were to establish if: Performance standards are a challenge facing implementation of the performance appraisal system in Kenyan public service; appraisal techniques are a challenge facing implementation of the performance appraisal system in Kenyan public service; leadership is a challenge facing implementation of the performance appraisal system in Kenyan public service, communication and feedback is a challenge facing implementation of the performance appraisal system in Kenyan public service and motivation and rewards is a challenge facing implementation of the performance appraisal system in Kenyan public service. The findings of the study will be useful to governmental policy makers in identifying the shortcomings of performance appraisal systems and finding-out ways of improving it. This study adopted descriptive research design. The study was conducted in Gatanga District, Central Kenya which was the locale of the study. The study population was all the employees of the Ministry of Youth Affairs and Sports in Gatanga district. Data was collected using a questionnaire. Qualitative data was analyzed using content analysis whereas quantitative data was analysed using descriptive statistics and regression analysis. Data collected was presented using tables, charts and graphs. The findings from the study established that a large number of employees felt that the performance appraisal system was not fair in measuring performance. They also had the opinion that goals, objectives and targets set during the appraisal process do not motivate employees to perform better. Conclusively, because the performance appraisal systems used in the public service are not effective and that they exist just as a matter of formalities, it is important to institute reforms geared towards improvement of the system. The pay system for example, badly needs to be reviewed to reflect individual performance and hence encourage better performance.